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The Pros and Cons of the three Methods of Job Analysis

Job analysis is generally the first step in recruiting and selection, job evaluation, and performance management. Over the years, several different methods have been developed and evolved into those commonly used today. These methods include interviews, questionnaires, and observations, with many variations within each type.

Give your opinion on the pros and cons of each of the three major types of job analysis.

Discuss the situations in which each might be preferable. Consider the purposes for which organizations use job analysis and the potential benefits in using them and the consequences if they don't use job analysis.

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Give your opinion on the pros and cons of each of the three major types of job analysis.
1. Questionnaires (humanresources,n.d.)
-Quick and easy to administer.
-Can get a large amount of information in a short time.
-Allows for employee participation.
-Does not require trained interviewer.
-Relatively less expensive.
-Quality of information related to the quality of the questionnaire.
-Must have high school reading and writing ability to complete one.
-Often needs follow-up interview or observation.
-May be difficult to construct.
-May have low response rate.
-Responses may be incomplete.
-Responses may be difficult to interpret (open-ended)

Note: I may add also that questionnaire involve fixed questions to gather information and does not allow follow-up questions. If this method is used, make sure that it underwent a though review.

2. Interviews (University of Minnesota, 2010)
-Incumbent describes work.
-Can yield data about cognitive and psychomotor processes difficult to observe.
-Qualitative data can be examined.
-Works well for jobs with long job cycles.

Note: It may also be noted that this can be done either by ...

Solution Summary

The solution enumerates and discusses the three major types of job analysis.